The board emphasized the importance of ensuring a consistent interview process. They agreed that local candidates should be interviewed in person, while remote candidates could initially be interviewed via Zoom. This approach allows flexibility while maintaining fairness in the selection process. The board also discussed the logistical challenges of coordinating schedules for in-person meetings and acknowledged that Zoom could offer a more efficient alternative for preliminary interviews.

Additionally, the board reviewed feedback from employees regarding desired qualities in a candidate. Members who had conducted discussions with employee groups were encouraged to incorporate this feedback into the interview questions. The board planned to consolidate this input and refine their questions to ensure a thorough evaluation of the candidates. It was noted that these discussions were a significant effort, and the board expressed a commitment to reflecting this input in their decision-making process.

The board scheduled their next regular meeting for September 10th, at which they intend to review the consolidated feedback and finalize the interview questions. They emphasized the importance of this process in selecting a candidate who aligns with both the board’s and the employees’ expectations.